Full Hire Packet

Dear
Lexicon Consulting, Inc. (Lexicon) is pleased to offer you temporary employment as a
Contingent Part-Time On-Call employee in the exercise support department, pursuant to
contracts received by Lexicon. Should you accept this offer, you will receive your current roles
and/or job duties from your assigned manager upon arrival to ensure alignment with contract and
operational needs. This temporary employment will be in effect from February 3, 2025, through
February 21, 2025, unless it ends sooner pursuant to the at-will and temporary nature of your
employment.
You will be contacted by your manager if and when you are needed. You will be reporting to
Ms. Mary Ala. Date changes to be determined based on the Government's requirement for the
rotation. You will be notified 24 hours in advance of the final day you are required to work on a
temporary basis in support of the rotation.
Lexicon is currently offering you temporary employment as a non-exempt, hourly employee.
Because you are non-exempt, you are eligible for overtime pursuant to applicable law. In
addition, as a non-exempt employee, you are required to record all hours worked using the
company's timekeeping system, including the exact start and stop time of each workday. Lexicon
employees are hired to work at the National Training Center located on the Fort Irwin military
base which is operated by the United States Army. As such, Lexicon employees are covered by
applicable federal employment laws, not state employment laws. If any conflict exists between
federal law and any Lexicon policy, federal law shall apply. Please note that Lexicon may
nonetheless provide employees with employment benefits beyond what is required by federal
employment law and consistent with California state law, although this does not alter or waive
the applicability of federal law.
Working hours may vary based on contract requirements. Your starting hourly rate will be
$27.32 per hour. You will be paid bi-weekly by your choice of check or direct deposit. As a
temporary Part Time On-Call employee you are not eligible for company benefits.
As a non-exempt employee working under the Service Contract Act (SCA) you will receive
$5.36 per hour paid, up to a maximum of 40 hours per week for Health & Welfare benefits.
H&W will be paid out as a cash disbursement per pay period.
Employees must be able to operate in austere environments and meet the physical demands of
the training location. The operations manager will set and approve your work schedule. You
will be provided a copy of Lexicon's applicable employment policies upon hire.

• Your offer of temporary employment is expressly contingent upon:
• Providing Lexicon with proof of your eligibility to work in the United States (Form I-9);
• Completion of a Lexicon employment application and Form W-4;
• Verification of all employment application information including any reference
  information; 
• Execution of an Arbitration Agreement; and
• Execution of acknowledgments of receipt of all required Lexicon policies, including the
  Lexicon Handbook.
• SF85P as required by the contrac
  As an employee hired conditionally based on continuing need, Lexicon does not guarantee
  employment for a specific length of time. Lexicon also does not guarantee that you will work
  any set number of hours or days. Lexicon, in its sole discretion, will set your work schedule.
  Lexicon is an at-will employer. As such, your temporary employment is at the mutual consent
  of you and Lexicon and therefore can be terminated at will by either party even before February
  03, 2025. By signing below, you acknowledge that you understand and agree that Lexicon is
  offering you at-will employment, which means that the temporary employment relationship may
  be terminated by either you or Lexicon at any time, with or without notice, and with or without
  cause. In addition, any transfers, demotions, suspensions, discipline, and changes in the terms
  and conditions of employment may be administered at the sole and absolute discretion of
  Lexicon. Moreover, only the President of Lexicon has the authority to modify the at-will nature
  of the employment relationship and may do so only in a written agreement executed by the
  President and you.
  By signing below, you represent that there have been no other promises or agreements in relation
  to the temporary employment offer made to you. You further agree that this offer letter
  supersedes and replaces all prior negotiations and all agreements proposed or otherwise, whether
  written or oral, concerning your offer of temporary employment.
  Please be advised you may not commence employment with Lexicon unless and until we have
  received this signed letter and you have met all of the requirements set forth in this offer letter,
  including executing any required documents.

• Your offer of temporary employment is expressly contingent upon:
• Providing Lexicon with proof of your eligibility to work in the United States (Form I-9);
•  Completion of a Lexicon employment application and Form W-4; 
• Verification of all employment application information including any reference
  information;
• Execution of an Arbitration Agreement; and 
• Execution of acknowledgments of receipt of all required Lexicon policies, including the
  Lexicon Handbook. 
• SF85P as required by the contract
  As an employee hired conditionally based on continuing need, Lexicon does not guarantee
  employment for a specific length of time. Lexicon also does not guarantee that you will work
  any set number of hours or days. Lexicon, in its sole discretion, will set your work schedule.
  Lexicon is an at-will employer. As such, your temporary employment is at the mutual consent
  of you and Lexicon and therefore can be terminated at will by either party even before February
  03, 2025. By signing below, you acknowledge that you understand and agree that Lexicon is
  offering you at-will employment, which means that the temporary employment relationship may
  be terminated by either you or Lexicon at any time, with or without notice, and with or without
  cause. In addition, any transfers, demotions, suspensions, discipline, and changes in the terms
  and conditions of employment may be administered at the sole and absolute discretion of
  Lexicon. Moreover, only the President of Lexicon has the authority to modify the at-will nature
  of the employment relationship and may do so only in a written agreement executed by the
  President and you.
  By signing below, you represent that there have been no other promises or agreements in relation
  to the temporary employment offer made to you. You further agree that this offer letter
  supersedes and replaces all prior negotiations and all agreements proposed or otherwise, whether
  written or oral, concerning your offer of temporary employment.
  Please be advised you may not commence employment with Lexicon unless and until we have
  received this signed letter and you have met all of the requirements set forth in this offer letter,
  including executing any required documents.

We look forward to you joining Lexicon and hope that we have a mutually beneficial
relationship during your temporary employment. We trust that your knowledge, skills and
experience will be among our most valuable assets. Please sign and date this offer letter where
indicated below to indicate your acceptance. This offer will expire within 3 business days of the
date of issuance.
Sincerely,

Tralena Kilburn
NTC - Program Manager
Reviewed. Understood. Accepted..

M E M O R A N D U M

TO: All Lexicon Employees

FROM: Jamie Latshaw
President/CEO

DATE: September 1, 2021

RE: Meal and Incidentals Per Diem and Permanent Tax Declaration
Lexicon Consulting, Inc. (the “Company”) will provide a reasonable lump sum per diem payment to
employees for meals and incidentals (“M&IE”) incurred on behalf of the Company when an employee is
away from the employee’s permanent tax residence on behalf of the Company. The per diem is a
reimbursement stipend paid based on days spent on the military base when an employee is incurring
expenses for meals and incidentals. The per diem rate for M&IE includes the following items: all meals,
laundry, dry cleaning, and pressing of clothing, and fees and tips for persons who provide services, such
as food servers and luggage handlers. This per diem is paid in lieu of reimbursing actual expenses.
To be eligible to receive such per diem payments, employees must review, complete, sign and return
the enclosed Permanent Tax Residence Declaration. Employees are responsible for notifying the
Company in writing should the employee no longer qualify for the Permanent Tax Residence Exemption
or is otherwise no longer qualified for per diem M&IE reimbursement.
Nothing in the memorandum changes the at-will nature of your employment. Your employment remains
at-will, meaning that you and the Company may terminate the employment relationship at any time, with
or without cause, and with or without notice. In addition, any transfers, demotions, suspensions,
discipline, and changes in the terms and conditions of employment may be administered at the sole and
absolute discretion of the company. Moreover, only the President of the Company has the authority to
modify the at-will nature of the employment relationship and may do so only in a written agreement
executed by the President and you.
I acknowledge that I have received, read, and understand the above memorandum. I understand that
my continued employment with the Company constitutes acceptance of the terms of this
Memorandum.

PERMANENT TAX RESIDENCE DECLARATION

By completing this form, you may qualify for an exception from withholding taxes on your per diem travel
reimbursement for meals and incidental expenses (per diem). The per diem is only available to employees who
actually incur meals and incidental expenses and satisfy the requirements set forth below. The IRS requires
that you pay taxes on per diem reimbursements, unless you maintain a "permanent residence" (as defined
below), while on a temporary assignment away from your tax home. As a condition of receiving a per diem
reimbursement for meals and incidentals expenses, you must accurately complete this form.
1. You are advised to consult your tax advisor regarding tax liability for travel benefits and your permanent
tax home. The three IRS criteria used to determine your tax home residence is as follows:
1) You must meet at least one of the following criteria:
a. You lived at your permanent tax residence immediately prior to your current assignment,
or
b. You have a family member utilizing the residence, or you utilized this residence
frequently for purpose of your own lodging.
2) There must be a realistic expectation that you will return to and live at your home; and
a. Your tax home must be separate and distinct from your temporary address; and
b. You pay to maintain your permanent tax residence while you are assignment (i.e.
mortgage, rent, room and board).
3) The Permanent Tax Residence must be:
a. Habitable living quarters at least 50 miles away from your temporary residence; and
b. Payments to maintain your permanent tax residence must be real and substantial.
2. Please be advised that the IRS considers employment away from your home in a single location that
lasts one year or longer to be indefinite, not temporary. Therefore, in these circumstances travel
benefits would be subject to withholding.

I have read and understand the information regarding the requirements for a permanent tax residence. I acknowledge that I have been advised to consult with a tax advisor in completing this declaration. I understand that if I provide an incorrect statement, I may subject myself to federal, state and local taxes, penalties, and interest for which I agree to take full responsibility. I further understand that I am responsible for notifying Lexicon Consulting, Inc. in writing should my Permanent Tax Residence status change, I am no longer eligible for the Permanent Tax Residence Exemption or I am no longer entitled for a per diem payment for meals and incidental expenses.

                 M E M O R A N D U M
TO: Lexicon Employees
FROM: Jamie Latshaw
President/CEO
DATE: September 1, 2021
RE: Arbitration Process and Agreement
Lexicon Consulting, Inc. (“Lexicon”) has an open-door policy that allows you the opportunity to voice your opinions and concerns in a welcoming environment. Lexicon strongly encourages its employees to communicate any issues or concerns regarding their employment. While Lexicon is fully committed to working with employees in good faith to resolve all disputes, if any dispute remains unresolved, you may
request that your complaint be heard in an outside process called arbitration. Arbitration agreements
are a common practice between employees and employers to help solve employee relationship issues that cannot be resolved internally. Lexicon believes that arbitration is an efficient and fair way to impartially resolve employment relationship issues. Additionally, Lexicon believes that the arbitration process can typically facilitate the resolution of disputes more expeditiously than court. To that end, Lexicon is requesting you to sign this memorandum and the enclosed Arbitration Agreement that outlines the terms and conditions of this process.
Below are answers to some frequently asked questions about arbitration.
What is arbitration?
Arbitration is a private and confidential forum where parties can resolve disputes over legal claims. A neutral party called an arbitrator presides over the arbitration. There is no jury. This is different from
court where the forum is public, a judge presides over the proceeding, and a jury determines a verdict.
What is an arbitrator?
An arbitrator is normally a retired judge or practicing attorney who has many years of experience in resolving issues between companies and their employees. The arbitrator will be selected and agreed
upon by both you and Lexicon in accordance with arbitration rules/procedures. The decision made by the arbitrator will be final and binding on both you and Lexicon.
Will arbitration cost me anything?
In accordance with applicable law and arbitration rules/procedures, other than the administrative fee (if any) that may be charged, Lexicon is solely responsible for the expense of the arbitrator and any associated fees other than court reporter’s fees (if any). Just like in court, you will be responsible for
your own legal fees (including expert costs) as well as court reporter’s fees. However, if you prevail on a statutory claim that affords the prevailing party’s attorneys’ fees, the arbitrator may award reasonable
fees to you.
What types of claims are permitted in the arbitration process?
By agreeing to arbitration, you can pursue all individual claims under applicable laws that you could assert in court. However, you will be barred from participating in or pursuing any collective, class or representative actions related to your employment with Lexicon, except for those representative actions

brought pursuant to the California Private Attorneys General Act of 2004 (“PAGA”). 1 You can continue to pursue workers’ compensation claims and unemployment insurance benefits in the same manner
(i.e., there are no changes to that process).
What if I have more questions?
If you have any questions about the arbitration process or agreement, you should contact the Chief
Financial Officer of Lexicon Saif.Alchi@lexiconinc.com. Lexicon is more than willing to answer any
questions or provide information to you.
You are required to sign the acknowledgement of receipt of this memorandum on the next page
confirming that you have received, read, and understand the above memorandum regarding the arbitration process and agreement. Once signed, please provide a copy of the signed acknowledgment
to Lexicon. You may keep the memorandum for future reference.
Enclosures:
Acknowledgment of Receipt of Memorandum Regarding Arbitration Process and Arbitration
Agreement Arbitration Agreement

1 Because you work on a military base at a National Training Center operated by the United States Army, your employment is
governed by federal employment law. Nonetheless, any claim that you wish to assert claim under the PAGA can be filed in
court and will not be subject to the arbitration process.

ACKNOWLEDGMENT OF RECEIPT OF MEMORANDUM
REGARDING ARBITRATION PROCESS AND AGREEMENT.

I acknowledge that I have received, read, and understand the above memorandum regarding the arbitration process and agreement. I have been given the opportunity to ask questions about the arbitration process and agreement and acknowledge that Lexicon has provided me with various materials explaining both.

I understand that my continued employment with Lexicon constitutes acceptance of the terms of
this memorandum and the Arbitration Agreement. I further understand that my employment will be governed by this memorandum and the Arbitration Agreement, regardless of whether I have
signed this memorandum or the Arbitration Agreement. As such, I understand that the following shall apply to my employment:

• Both Lexicon and I hereby expressly waive the right to pursue all employment-related disputes
and claims in any other forum, except for those brought pursuant to PAGA.
• Arbitration is the exclusive method and remedy of resolving all employment-related disputes and
claims relating to, arising out of or in connection with my employment with Lexicon, the
termination of such employment, or any of the terms, conditions, or benefits of my employment,
except for those PAGA claims, workers’ compensation claims, and claims for unemployment
insurance benefits not covered by the Arbitration Agreement.
• Arbitration is private, binding and final.
• I will be required to arbitrate any claims that involve any aspect of my relationship with Lexicon
and any aspect of my employment relationship with Lexicon (including pre-hire, hire, intermittent
periods of employment, termination and post-termination) from any time period of my relationship
with Lexicon.
• The arbitrator will have the exclusive authority to resolve any dispute relating to the
interpretation, applicability, enforceability, or formation of the Arbitration Agreement.
• I expressly waive any right to a jury trial of any dispute(s) covered by the Arbitration Agreement.
• I am barred from pursuing or participating in any collective, class or representative actions
arising out of my employment with the Company, except for those brought pursuant to PAGA.

ARBITRATION AGREEMENT

This ARBITRATION AGREEMENT (“Agreement”) is made by and between Lexicon Consulting, Inc.
(“Employer”) and _____________________ (“Employee”).
The purpose of this Agreement is to establish final and binding arbitration for all disputes arising out of
Employee’s relationship with Employer from the inception of the employment relationship, including, but not
limited to, Employee’s application for employment, actual employment, the termination of Employee’s
employment and any subsequent employment with Employer. Employee and Employer desire to arbitrate
their disputes on the terms and conditions set forth below to gain the benefits of a speedy, impartial disputeresolution
procedure, and pursuant to the Federal Arbitration Act (“FAA”). Employee and Employer agree
to the following:

1. Claims Covered by the Agreement.
1.1 Employee and Employer both agree to exclusively and finally resolve by binding arbitration
any and all claims or controversies (“claims”) that Employer may have against Employee or that Employee
may have against Employer or against its past, present, or future predecessors, successors, assigns, affiliates,
parent and subsidiary companies, joint ventures, pension or benefit plans, administrators, vendors, contractors,
and their respective past, present, or future officers, directors, employees, stockholders, representatives,
managers, members, partners, partnerships, agents, clients, suppliers, vendors, business advisors, financial
advisors, attorneys, and accountants, insurers, joint employers (alleged or otherwise), and indemnitees
(collectively, “Employer”), relating to, resulting from, or in any way arising out of this Agreement or the
enforcement, interpretation or validity of this Agreement, including the determination of the scope or applicability
of this Agreement, any aspect of Employee’s relationship with Employer at any time, any aspect of Employee’s
employment relationship with Employer at any time (including pre-hire, hire, intermittent periods of employment,
termination and post-termination), and/or the termination of Employee’s employment relationship with Employer,
and/or any act or omission between Employee and Employer to the extent permitted by law. This Agreement
does not cover any claim, cause of action, or actions pursuant to workers’ compensation laws,
unemployment insurance benefits with the Employment Development Department, or the Private
Attorneys General Act of 2004 (“PAGA”), California Labor Code §§ 2699 et seq. Further, nothing in this
agreement precludes Employee from pursuing any administrative agency claims, including, but not limited to,
the Department of Fair Employment and Housing, the Equal Employment Opportunity Commission, the Division
f Labor Standards Enforcement, the Department of Labor and the National Labor Relations Board.
1.2 The scope of this Agreement is intended to be broad and comprehensive and includes,
without limitation, claims for wages or other compensation due; claims for penalties or premiums; claims for
violations of the California Labor Code (unless pursuant to PAGA); claims for breach of any contract or covenant
(express or implied); tort claims (including, but not limited to, those relating to performance or reputation); claims
for discrimination, harassment, and/or retaliation (including, but not limited to, race, religious creed (which
includes religious dress and grooming practices), color, national origin, ancestry, physical disability, mental
disability, medical condition, genetic information, marital status, sex (which includes pregnancy, childbirth,
breastfeeding, and related medical conditions), gender, gender identity, gender expression, age, sexual
orientation, military or veteran status, or any other consideration made unlawful by federal, state or local laws,
ordinances, or regulations); claims for violation of any leaves of absence or accommodations laws; claims for
wrongful termination or whistleblowing; claims for benefits (except where an employee benefit or pension plan
specifies that its claims procedure shall culminate in an arbitration procedure different from this one); claims for
violation of trade secret, proprietary, or confidential information laws; claims for unfair business practices; claims
for invasion of privacy; and claims for violation of any public policy, federal, state, or other governmental law,
statute, regulation, or ordinance.

2. Arbitration Procedures.
2.1 Required Notice of Claims and Statute of Limitations. Employee may initiate arbitration
by serving or mailing a written notice to the President of Employer at Employer’s principal place of business.
Employer may initiate arbitration by serving or mailing a written notice to Employee at the last address recorded
in Employee’s personnel file. The written notice must specify with reasonable particularity the claims asserted
against the other party. Notice of any claim sought to be arbitrated must be served within the limitations period
established by applicable federal or state law. After demand for arbitration has been made by serving written
notice, the party demanding arbitration shall file a demand for arbitration with the Office of JAMS located within
50 miles of (i) the last address recorded in Employee’s personnel file or (ii) the JAMS office closest to the last
Employer worksite with which Employee most regularly communicated, whichever is closer. The location of the
arbitration is determined in accordance with Section 2.8. Applicable law is determined in accordance with
Section 2.6.
2.2 Selection of Arbitration and Applicable Rules. The arbitrator shall be selected within sixty
(60) days of the party initiating arbitration under Section 2.1 from the panel of JAMS and the arbitration shall be
conducted pursuant to JAMS policies and procedures. Except as provided herein, all rules governing the
arbitration shall be the then-applicable rules set forth by JAMS. If the dispute is employment-related, the dispute
shall be governed by JAMS’s then-current version of the national rules for the resolution of employment disputes,
with the exception that discovery and motions for summary judgment will be governed by Sections 2.3 and 2.4
of this Agreement. JAMS’s then-applicable rules governing the arbitration may be obtained from JAMS’s
website, which currently is www.jamsadr.com.
2.3 Discovery and Motions. The parties shall be entitled to engage in all types of discovery
(e.g., depositions, interrogatories, request for production of documents, etc.) regarding and relevant to the
subject matter of the dispute submitted to arbitration pursuant to the Federal Rules of Civil Procedure (“FRCP”),
including but not limited to, FRCP 26. A copy of the FRCP may be obtained from the website of the United
States Courts, which is currently http://www.uscourts.gov/rules-policies/current-rules-practiceprocedure/
federal-rules-civil-procedure. The arbitrator is authorized to rule on discovery motions brought under
the FRCP. All discovery must be completed no later than twenty (20) days prior to the date set for the arbitration
hearing; provided, however, that no discovery may be initiated until after the dispute has been formally submitted
to arbitration and an arbitrator has been mutually agreed-upon.
2.4 Dispositive Motions. Either party may file a motion for summary judgment with the
arbitrator in accordance with Rule 56 of the FRCP.
2.5 Offers of Judgement. Either party may serve an offer of judgment consistent with the
FRCP.
2.6 Applicable Law and Arbitrator Authority. The arbitrator shall apply the substantive law
(and the law of remedies, if applicable) of the state in which the claim arose, or federal law, or both, as applicable
to the claim(s) asserted. The arbitrator shall have exclusive authority to resolve any dispute relating to
the interpretation, applicability, enforceability, or formation of this Agreement, including, but not limited
to, any claim that all or any part of this Agreement is void or voidable.
_________ (Employee’s Initials Acknowledging Arbitrator’s Exclusive Authority)
2.7 Arbitration Decision. The arbitrator’s decision will be final and binding. The arbitrator shall
issue a written arbitration decision revealing the essential findings and conclusions upon which the decision
and/or award is based within 30 calendar days after the hearing’s completion. A party’s right to appeal the
decision is limited to grounds provided under applicable federal or state law.

2.8 Place of Arbitration. The arbitration shall take place at a mutually convenient location
(preference shall be provided to a JAMS office) that must be within 50 miles of Employee’s last known address
with Employer. If the parties cannot agree upon a location, or if a JAMS office is not within 50 miles of Employee’s
last known address with Employer, then the arbitration shall be held at the JAMS closest to the last Employer
worksite with which Employee most regularly communicated. If Employee worked remotely, then the arbitration
shall be held at the JAMS office closest to Employer’s worksite where Employee was “assigned,” even though
Employee did not physically work at the worksite.
3. Application for Emergency Injunctive and/or Other Equitable Relief. Claims by Employer or Employee for emergency injunctive and/or other equitable relief relating to unfair competition and/or the use and/or unauthorized disclosure of trade secrets or confidential information shall be submitted to JAMS for
emergency treatment. The parties agree that the JAMS administrator may select a neutral hearing officer (subject
to conflicts) to hear the emergency request only. The hearing officer should be experienced in considering
requests for emergency injunctive and/or other equitable relief. The hearing officer shall conform his/her
consideration and ruling with the applicable legal standards as if this matter were heard in a court of law in the
applicable jurisdiction for such a dispute.
4. Severability. Should any portion of this Agreement be found unenforceable, such portion will be
severed from this Agreement, and the remaining portions shall continue to be enforceable.
5. Effective Date. This Agreement is retroactively effective to the date that Employee’s employment
with Employer initially began. This Agreement to arbitrate shall survive the termination of Employee’s
employment.
6. Construction. This Agreement shall be construed and enforced pursuant to the FAA. The Arbitrator, and not any federal, state, or local court or agency, shall have the exclusive authority to resolve any
dispute relating to the interpretation, applicability, enforceability, or formation of this Agreement, including, but not
limited to, any claim that all or any part of this Agreement is void or voidable. Any disputes regarding the
enforceability or validity of this Agreement or any of its provisions shall be resolved as if the arbitrator or other
decision-maker, if any, is acting as a federal district court judge applying the FAA and its precedent.
_________ (Employee’s Initials Acknowledging the FAA)
7. Consideration. For employees who are currently employed, Employer’s offer to make Employee
eligible for promotions, raises, bonuses, gifts and prizes in the future, and the promises by Employer and
Employee to arbitrate differences, rather than litigate them before courts or other bodies, provide consideration
for each other to enter into this Agreement. For newly hired employees, Employer and Employee agree that in
addition to the above consideration, Employer’s offer of employment (at-will or otherwise) provides adequate
consideration for each other to enter into this Agreement.
8. Signatures. A facsimile, scanned, copy, digital, or photographic signature shall have the same
force and effect as an original signature.
9. Representation, Fees, and Costs. Each party may be represented by an attorney or other representative selected by the party. Each party shall be responsible for its own attorneys’ or representative’s fees. However, if any party prevails on a statutory claim that affords the prevailing party’s attorneys’ fees, or if there is a written agreement providing for fees, the arbitrator may award reasonable fees to the prevailing party
subject to written evidence of such fees and applicable law. Employer shall be responsible for the arbitrator’s
fees and costs to the extent they exceed any fee or cost that Employee would be required to bear if the action
were brought in court.

10. Waiver of Jury Trial/Exclusive Remedy. EMPLOYEE AND EMPLOYER KNOWINGLY AND VOLUNTARILY WAIVE ANY CONSTITUTIONAL RIGHT TO HAVE ANY DISPUTE BETWEEN THEM DECIDED BY A COURT OF LAW AND/OR BY A JURY IN COURT.
_________ (Employee’s Initials Acknowledging Waiver of Jury Trial)
11. Waiver of Representative/Class Action Proceedings. EMPLOYEE AND EMPLOYER KNOWINGLY
AND VOLUNTARILY AGREE TO BRING ANY CLAIMS GOVERNED BY THIS AGREEMENT IN HIS/HER/ITS INDIVIDUAL CAPACITY
AND NOT AS A PLAINTIFF, CLASS MEMBER OR REPRESENTATIVE IN ANY PURPORTED CLASS OR REPRESENTATIVE
ACTION. THEY FURTHER AGREE TO WAIVE ANY RIGHT TO PARTICIPATE IN ANY REPRESENTATIVE OR CLASS ACTION
PROCEEDING RELATED TO ANY CLAIMS GOVERNED BY THIS AGREEMENT. EMPLOYER AND EMPLOYEE ALSO AGREE
THAT THE ARBITRATOR MAY NOT CONSOLIDATE MORE THAN ONE INDIVIDUAL’S CLAIMS, AND MAY NOT OTHERWISE
PRESIDE OVER ANY FORM OF REPRESENTATIVE OR CLASS ACTION PROCEEDING, INCLUDING, BUT NOT LIMITED TO, ANY REPRESENTATIVE ACTION UNDER CALIFORNIA BUSINESS AND PROFESSIONS CODE SECTIONS 17200 ET SEQ. FOR PURPOSES OF THIS AGREEMENT, THE TERM “REPRESENTATIVE” USED IN THIS SECTION SPECIFICALLY EXCLUDES ANY
CLAIMS, CAUSES OF ACTION, OR ACTIONS BROUGHT UNDER PAGA (“PAGA CLAIMS”). ACCORDINGLY, ANY PAGA
CLAIMS MUST BE PURSUED IN THE APPROPRIATE COURT OF LAW, UNLESS PROHIBITED BY LAW. HOWEVER, IF EITHER EMPLOYEE OR EMPLOYER HAVE OTHER CLAIMS OR ACTIONS AGAINST EACH OTHER COVERED BY THIS AGREEMENT,
THEN THEY AGREE THAT THOSE NON-PAGA CLAIMS MUST FIRST BE PURSUED IN ARBITRATION, REGARDLESS OF WHICH
CLAIMS OR ACTIONS WERE FILED FIRST. THE PENDING COURT PAGA ACTION SHALL BE STAYED PENDING FULL AND
FINAL RESOLUTION OF THE ARBITRATION PURSUANT TO CALIFORNIA CODE OF CIVIL PROCEDURE SECTION 1281.2 AND
RELATED LAW.
_________ (Employee’s Initials Acknowledging Waiver of Representative/Class Action)
12. Sole and Entire Agreement. This Agreement expresses the entire Agreement of the parties and shall supersede any and all other agreements, oral or written, concerning arbitration. This Agreement is not, and
shall not be construed to create, any contract of employment, express or implied.
13. Acknowledgment. Employee acknowledges that Employee has carefully read this Agreement, understands its terms, and agrees that all understandings and agreements between Employer and Employee relating to the subjects covered in the Agreement are contained in it. Employee has knowingly entered into the Agreement without reliance on any provisions or representations by Employer, other than those contained in this Agreement. Employee further acknowledges that Employee has been given the opportunity to discuss this Agreement with Employee’s private legal counsel and Employee has utilized that opportunity to the extent desired.

Jamie Latshaw
President/CEO
Lexicon Consulting, Inc

2021 COVID-19 Supplemental Paid Sick Leave
Effective March 29, 2021
Covered Employees in the public or private sectors who work for employers with more than 25 employees
are entitled to up to 80 hours of COVID-19 related sick leave from January 1, 2021 through September 30,
2021, immediately upon an oral or written request to their employer. If an employee took leave for the
reasons below prior to March 29, 2021, the employee should make an oral or written request to the
employer for payment.
A covered employee may take leave if the employee is unable to work or telework for any of the following
reasons:
o Caring for Yourself: The employee is subject to quarantine or isolation period related to COVID-19 as
defined by an order or guidelines of the California Department of Public Health, the federal Centers
for Disease Control and Prevention, or a local health officer with jurisdiction over the workplace, has
been advised by a healthcare provider to quarantine, or is experiencing COVID-19 symptoms and
seeking a medical diagnosis.
o Caring for a Family Member: The covered employee is caring for a family member who is subject to
a COVID-19 quarantine or isolation period or has been advised by a healthcare provided to
quarantine due to COVID-19, or is caring for a child whose school or place of care is closed or
unavailable due to COVID-19 on the premises.
o Vaccine-Related: The covered employee is attending a vaccine appointment or cannot work or
telework due to vaccine-related symptoms.
Paid Leave for Covered Employees
o 80 hours for those considered full-time employees. Full-time firefighters may be entitled to more
than 80 hours, caps below apply.
• For part-time employees with a regular weekly schedule, the number of hours the employee
is normally scheduled to work over two weeks.
• For part-time employees with variable schedules, 14 times the average number of hours
worked per day over the past 6 months.
o Rate of Pay for COVID-19 Supplemental Paid Sick Leave: Non-exempt employees must be paid the
highest of the following for each hour of leave:
• Regular rate of pay for the workweek in which leave is taken
• State minimum wage
• Local minimum wage
• Average hourly pay for preceding 90 days (not including overtime pay)
Exempt employees must be paid the same rate of pay as wages calculated o for other paid leave time.
Not to exceed $511 per day and $5,110 in total for 2021 COVID-19 Supplemental Paid Sick leave.
Retaliation or discrimination against a covered employee requesting or using COVID-19 supplemental
paid sick leave is strictly prohibited. A covered employee who experiences such retaliation or
discrimination can file a claim with the Labor Commissioner’s Office. Locate the office by looking at the list
of offices on our website (http://www.dir.ca.gov/dlse/DistrictOffices.htm) using the alphabetical listing of
cities, locations, and communities or by calling 1-833-526-4636.
This poster must be displayed where employees can easily read it.

Copyright © 2021 State of California, Department of Industrial Relations. Permission granted to display, perform, reproduce and distribute exclusively for nonprofit and educational purposes, and may not be used for any commercial purpose. All other rights reserved.

M E M O R A N D U M
TO: All Non-Exempt Lexicon Employees
FROM: Jamie Latshaw
President/CEO
DATE:
RE: Effective, September 1, 2021
Timekeeping, Meal Period and Rest Period Policies
Because you have been hired by Lexicon Consulting, Inc. (“Company”) to work on a military base at a
National Training Center operated by the United States Army, your employment is covered by applicable federal employment laws, not state employment laws. If any conflict exists between
federal law and any Company policy, federal law shall apply. The Company has elected to provide employees with meal and rest periods consistent with state law even though such employment benefits are not required by federal employment law. Please note that the Company’s decision to provide such benefits does not alter or waive the applicability of federal law to your employment.
ACKNOWLEDGMENT OF RECEIPT
As you are aware, upon beginning employment with Lexicon Consulting, Inc. (“Company”), you are
required to read and acknowledge receipt of the Company’s policies. Enclosed are the Company’s
policies regarding timekeeping, meal periods and rest periods. These policies are effective
immediately upon hire.
By signing below, I acknowledge that I have received a copy of the Company’s policies regarding
timekeeping, meal periods and rest periods. These policies supersede and replace any existing policies, handbooks, or memoranda on these subjects. I understand that I am required to read, understand, and abide by these policies as a term and condition of my at-will employment. I agree to immediately report any and all issues covered by these policies to Human Resources. I understand
that if I fail to abide by these policies or any other Company policy, I will be subject to discipline, up to and including termination. I further understand that nothing in these policies alters the at-will nature of my employment relationship with the Company. Both the Company and I are free to terminate the employment relationship with or without notice and with or without cause.

Enclosures: Timekeeping, Meal Period and Rest Period Policies
Weekly Timekeeping, Meal and Rest Period Report
Meal Period Waiver Agreement

TIMEKEEPING
To ensure compliance with all applicable laws, non-exempt employees must accurately
record all hours worked using the Company timekeeping system. This means they must clock in and out whenever they begin, stop, or resume working during the course of a workday. Because the Company has elected to provide employees with meal periods, employees are also required to
accurately record the start and stop times of each meal period. Employees are not required to record
the times of their rest periods.
The Company prohibits the following:
Working “off the clock.” This includes, but is not limited to, choosing to arrive early
for work and completing preliminary work activities before clocking in; clocking out
and continuing to work to avoid triggering a meal period requirement; and clocking
out and continuing to work in general (e.g., finishing work after you have clocked
out or working while waiting for a rideshare). Employees are required to accurately
record all time worked.
* Failing to complete a Weekly Timekeeping, Meal and Rest Period Report to
report any work performed while “off the clock” or clocked out. The Company is
fully committed to paying non-exempt employees fully for all time worked.
Therefore, it is mandatory for all non-exempt employees to report any time that is
not captured “on the clock” by accurately completing a Weekly Timekeeping,
Meal and Rest Period Report. This report is essential for the Company to
accurately process payroll and pay its non-exempt employees for all time worked.
* One employee clocking in or out for another employee or recording hours on behalf
of another employee (e.g., asking another employee to clock you in because you
are running late or asking another employee to clock you out after you have
stopped working).
* Recording inaccurate hours worked and/or failing to record all hours worked.
* Falsification of any time record, including a Weekly Timekeeping, Meal and Rest
Period Report (e.g., shaving time to avoid a meal period or “rounding” the times
of your meal periods rather than recording the exact start and stop times).
If employees need to correct their time records (for example, they forget to clock in/out,
forget to record actual time of meal period, etc.), employees must immediately report the issue to a
supervisor and correct the issue in their timesheet by logging into the timekeeping system and
accurately recording their start and stop times. Alternatively, employees may complete a Weekly
Timekeeping, Meal and Rest Period Report. Employees are required to apprise their supervisor
during the same workweek that they experienced the timekeeping issue.
It is the personal responsibility of all non-exempt employees to ensure that their hours
worked are accurately recorded in the timekeeping system and that any errors are immediately
reported. Accurately recording your hours worked is not only a term and condition of employment, but
it also facilitates the timely and accurate payment of your wages and receipt of other employment related
benefits.

MEAL AND REST PERIODS

Employees are hired to work on a military base at a National Training Center operated by
the United States Army. As such, Company employees are covered by applicable federal employment laws, not state employment laws. The Company has nonetheless decided to provide employees with meal and rest periods consistent with state law as a benefit of employment. The Company’s provision
of meal and rest periods does not alter or waive the applicability of federal law. All non-exempt (hourly). employees are required to abide by the meal and rest period requirements in this policy. Further, all supervisors (exempt and non-exempt) are responsible for facilitating compliance with these policy
requirements.

Meal Periods

The Company requires all non-exempt employees to take an uninterrupted meal period
of at least 30 minutes each day they work more than 5 hours. Additionally, all non-exempt employees
must take a second uninterrupted meal period of at least 30 minutes each day they work more than 10
hours.
Employees must begin their first meal period within five hours of starting work. For
example, if employees begin working at 8:00 a.m., then they must clock out to begin their meal period by 1:00 p.m. Additionally, employees must begin their second meal period (if applicable) within ten hours of starting work. For example, if employees begin working at 8:00 a.m., then they must clock out
to begin their second meal period by 6:00 p.m.
Employees may waive, in writing, their right to a first meal period if they work more than
five hours but not more than six hours on that workday. Employees may also waive their right to a second meal period as long as they do not work more than 12 hours and did not waive their first meal period. Employees may document their choice to waive a meal period by signing a written Meal Period Waiver Agreement (enclosed) that governs their entire employment, which is voluntary and may be
revoked at any time, to document their waiver of first and second meal periods. Employees are required to notify their supervisor in writing to revoke a signed meal period waiver agreement.

Employees are eligible for the following number of meal periods:

Employees must take their meal periods according to the following schedule: 
During meal periods, employees are absolutely prohibited from performing work of any
kind or any amount. Employees are excused from all duties and are free to leave the premises. It is entirely up to each employee to decide whether to leave the premises or stay on the premises during a meal period. All employees are responsible for documenting their meal periods as unpaid in their time records (e.g., by actually “clocking out” and “clocking in”). Employees must record the exact start and stop times of each meal period through the Company timekeeping system. Employees may not join together required meal periods to take a longer break.
The Company schedules all work assignments with the expectation that all employees
will take their duty-free meal periods and employees are required to do so. At no time may any employee perform off-the-clock work or otherwise alter, falsify, or manipulate any aspect of their timekeeping records to inaccurately reflect or hide meal periods or time spent working during meal periods.

Reporting of Meal Period Compliance Issues

No Company manager or supervisor is authorized to instruct you how to spend your
personal time during a meal period. Employees should immediately report a manager’s or supervisor’s instruction to skip or work during a meal period to Human Resources. The Company strictly prohibits retaliation against any employee who reports violations of the Company’s meal period policy.
The Company has elected to provide one hour of premium pay (i.e. one additional hour
at the employee’s regular rate of compensation) to employees who report that they have involuntarily experienced a missed, late, short, or interrupted meal period (e.g., they were prevented by work from taking a meal period). If employees voluntarily choose to miss a meal period or take a late, short, or interrupted meal period (e.g., it was their personal choice to skip, delay or shorten a meal period), such employees are not entitled to premium pay. Accordingly, if an employee experiences a missed, late, short or interrupted meal period that is not reflected in the employee’s time records, the employee must immediately report this issue to a supervisor and complete a Weekly Timekeeping, Meal and Rest
Period Report (see enclosed form). Employees must fill out all fields on the form, including providing a thorough explanation for the non-compliant meal period. Employees must complete and turn in this form to their supervisor during the same workweek that they experienced the non-compliant meal period. Supervisors are responsible for ensuring that payroll receives these forms with the time records at the end of each payroll. Payroll will maintain copies of the form.

Rest Periods
The Company authorizes, permits, and strongly encourages all non-exempt employees
to take a 10-minute (net) paid rest period for every 4 hours worked or major fraction thereof. Employees are eligible for the following number of rest periods:

Employees who work more than 14 hours may be entitled to take additional rest periods.
Please discuss with your supervisor if your shift exceeds 14 hours.

Whenever practicable, non-exempt employees should take their rest periods near the
middle of each four-hour work period, keeping in mind their work flow. Non-exempt employees may not combine rest periods or use rest periods as a basis for starting work late, leaving work early, or extending a meal period. Rest periods are “on the clock” and counted as hours worked need not be recorded separately in the timekeeping system. If an employee’s rest period is interrupted, an
employee must notify his or her supervisor immediately so that arrangements can be made for the employee to take a further, uninterrupted, rest period required by Company policy.

Reporting of Rest Period Compliance Issues

No Company manager or supervisor is authorized to instruct you to skip or waive a rest
period or tell you how to spend your personal time during a rest period. Rest periods cannot be used to shorten the workday or be accumulated for any other purpose. Employees should immediately report a manager’s or supervisor’s instruction to skip or work during a rest period to Human Resources. The
Company strictly prohibits retaliation against any employee who reports violations of the Company’s rest period policy.

Employees who experience a short, missed, or interrupted rest period—for any reason—
must immediately report this issue to a supervisor and complete a Weekly Timekeeping, Meal and Rest Period Report (see enclosed form). Employees must fill out all fields on the form, including providing a thorough explanation for the non-compliant rest period. Employees must complete and turn in this form to their supervisor during the same workweek that they experienced the non-compliant rest period. Supervisors are responsible for ensuring that payroll receives these forms with the time records at the end of each payroll. Payroll will maintain copies of the form.
The Company has elected to provide one hour of premium pay to employees who report
that they have involuntarily experienced a missed, short, or interrupted rest period (e.g., they were prevented by work from taking a rest period). If employees voluntarily choose to miss a rest period or take a short or interrupted rest period (e.g., it was their personal choice to skip or shorten a rest period),

such employees are not entitled to premium pay. Employees must report the reason for a missed, short,
or interrupted rest period on the Weekly Timekeeping, Meal and Rest Period Report.

Scheduling Meal and Rest Periods

At this time, the Company is not implementing any rigid timing procedures requiring
employees to take their meal and rest periods at certain times during their shifts. The Company
schedules work assignments with the expectation that all employees will be provided a reasonable
opportunity to take duty-free meal and rest periods. While the Company will strive in good faith to
provide employees with meal and rest periods at the time of the employee’s choosing, supervisors have
the discretion to schedule each employee’s meal and/or rest period at a time that comports with
operational needs. Employees who decide not to take an earned meal or rest period at such an
authorized time are voluntarily choosing not to take a compliant meal or rest period and will be required
to document that choice on the Weekly Timekeeping, Meal and Rest Period Report. Employees
who are not provided a specific schedule for their meal or rest periods are responsible for taking timely
and compliant meal and rest periods. Employees who elect not to take an earned meal or rest period
despite having a reasonable opportunity to do so will be required to document that choice on the
Weekly Timekeeping, Meal and Rest Period Report.

Responsibilities

Non-exempt employees are required to take their meal and rest periods in accordance
with this policy. If you encounter any challenges with taking meal or rest periods in accordance with
this policy, please immediately contact your supervisor or Human Resources.
Supervisors are responsible for facilitating meal and rest periods in a fair and uniform
manner. Supervisors may not pressure or coerce employees to take late, short, or interrupted meal
and rest periods or to skip their meal and rest periods.

Discipline

Failure to comply with these policies regarding timekeeping, meal periods and rest
periods can lead to discipline, up to and including termination. This applies to non-exempt employees as well as supervisors, who are responsible for assisting the Company with implementing these requirements.

MEAL PERIOD WAIVER AGREEMENT
First Meal Period
I understand that:
• The Company provides me with an uninterrupted, unpaid thirty-minute meal period whenever I
work more than five hours in a workday;
• My first meal period must begin within five hours of starting work;
• I may voluntarily waive my right to a thirty-minute meal period when my workday will be
completed in six hours or less;
• I may revoke this agreement to waive my first thirty-minute meal period at any time, in writing,
by providing written notice of revocation to the Director of Human Resources.
Acknowledging the above, I hereby voluntarily waive my right to a thirty-minute meal period
whenever my workday will be completed in six hours or less.

Second Meal Period

I understand that:
• The Company provides me with a second, uninterrupted, unpaid thirty-minute meal period
whenever I work more than ten hours in a workday;
• My second meal period must begin within ten hours of starting work;
• I may voluntarily waive my right to a second meal period when my workday will be completed
in twelve hours or less and I did not waive my first meal period on the same workday;
• I may revoke this agreement to waive my second meal period at any time, in writing, by
providing written notice of revocation to the Director of Human Resources.
Acknowledging the above, I hereby voluntarily waive my right to a second meal period whenever
my workday will be completed in twelve hours or less and I did not waive my first meal period
on the same workday.

Jamie Latshaw
President/CEO

Timekeeping, Meal and Rest Period Report

Instructions: Please record the time, meal or rest period issues below. Employees are required to complete, sign, and submit this form to Human Resources his/her supervisor each week in which the time clock, meal or rest period issue(s) occurred. Supervisor is required to approve this form, and send to payroll by the end of business by or before midnight Friday via email to payroll@lexiconinc.com
Employees are required to submit an explanation for any time, meal or rest period issue (e.g., forgot to clock in, missed 1st meal period, missed 3rd rest period, short
2nd meal period, etc.). If employee indicates the meal or rest period issue was *employee's choice, *employee refused, or *other, employee is required to provide
additional details in the explanation column.

I certify that this record is an accurate report of my time and attendance as it occurred during the designated period.

Pursuant to Company policy, I understand that I am entitled to an uninterrupted, thirty‐minute meal period whenever I work more than five hours in a workday and that my meal period must begin before the end of the fifth hour of work (unless, for workdays of six hours or less, I voluntarily waived my meal period). I further
understand that, pursuant to Company policy, I am entitled to a second, uninterrupted thirty‐minute meal period whenever I work more than ten hours in a workday.
and that my second meal period must begin before the end of the tenth hour of work.
I also understand that I am authorized, permitted, and encouraged to take a 10‐minute (net) paid rest period for every 4 hours worked or major fraction thereof. In accordance with Company policy, I understand that if I involuntarily experience a late, short, interrupted or missed meal or rest period (e.g., I wasn’t allowed to take a proper meal or rest period), the Company will pay me one hour of premium pay for that meal or rest period. However, if I voluntarily choose to miss a meal or rest period, take a late, short or interrupted meal or rest period (e.g., it was my own choice to refuse* an authorized meal or rest period), the Company will not pay me for one hour of premium pay for that meal or rest period.

M E M O R A N D U M

TO: All Lexicon Employees

FROM: Jamie Latshaw
President/CEO

DATE: Effective, August 1, 2021

RE: Open Door, Equal Employment Opportunity, Unlawful Harassment, Unlawful
Retaliation and Complaint Procedure Policies

Because our employees are hired to work at a military base operated by the United States Army, your
employment is covered by applicable federal employment laws, not state employment laws. If any
conflict exists between federal law and any Company policy, federal law shall apply. The Company
has elected to provide employees employment benefits not required by federal employment law,
consistent with state law. Please note that the Company’s decision to provide such benefits does not
alter or waive the applicability of federal law to your employment.

ACKNOWLEDGMENT OF RECEIPT

As you are aware, upon beginning employment with Lexicon Consulting, Inc. (“Company”), you are
required to read and acknowledge receipt of the Company’s policies. By signing below, I
acknowledge that I have received a copy of the Company’s Open Door, Equal Employment
Opportunity, Unlawful Harassment, Unlawful Retaliation and Complaint Procedure policies. These
policies are effective immediately upon hire and they supersede and replace any existing policies,
handbooks, or memoranda on these subjects. I understand that I am required to read, understand,
and abide by these policies as a term and condition of my at-will employment. I agree to immediately
report any and all issues covered by these policies to Human Resources. I understand that if I fail to
abide by these policies or any other Company policy, I will be subject to discipline, up to and including
termination. I further understand that nothing in these policies alters the at-will nature of my
employment relationship with the Company. Both the Company and I are free to terminate the
employment relationship with or without notice and with or without cause.

Enclosures: Open Door Policy
Equal Employment Opportunity Policy
Harassment Policy
Retaliation Policy
Complaint Procedure Policy

OPEN DOOR POLICY
At some time or another, you may have a suggestion, complaint, or question about the Company, your
job, your working conditions, or the treatment you are receiving. We welcome your suggestions,
complaints, or questions. For issues other than prohibited harassment, discrimination, or retaliation,
we ask that you take your concerns first to your supervisor, who will investigate and provide a solution
or explanation. If the problem is still not resolved, you may present it to Human Resources or the
President, preferably in writing, who will address your concerns.

EQUAL EMPLOYMENT OPPORTUNITY
The Company is an equal employment opportunity employer and makes employment decisions,
including but not limited to, hiring, firing, promotion, demotion, training, and/or compensation, on the
basis of merit. Employment decisions are based on an individual’s qualifications as they relate to the
job under consideration. Employees are hired to work at a military base owned and operated by the
United States Army. As such, Company employees are covered by applicable federal employment
laws, not state employment laws. If any conflict exists between federal law and any Company policy,
federal law shall apply. Please note the Company has elected to provide employees with employment
benefits beyond what is required by federal employment law in its discrimination and harassment
policies and consistent with state law, however, this does not alter or waive the applicability of federal
law.

The Company’s policy prohibits unlawful discrimination based on race (which includes
historically associated traits, such as hair styles and protective hair styles, e.g., braids, locks, and
twists), color, religious creed (which includes religious dress and grooming practices), citizenship,
marital status, age, national origin (which includes, but is not limited to, national origin groups and
aspects of national origin, such as height, weight, accent, or language proficiency),ancestry, physical
or mental disability, medical condition (which includes cancer or genetic characteristics), gender,
gender identity, gender expression, age, sexual orientation, military or veteran status (including state
and federal active and reserve members as well as those ordered to duty or training),
immigration/citizenship status or related protected activities (which includes undocumented individuals
and human trafficking), protected medical leaves, domestic violence victim status, political affiliation,
sex (which includes pregnancy, childbirth, breastfeeding, or related medical conditions, the actual sex
of the individual or the identity, appearance, or behavior of an individual, whether or not that identity,
appearance or behavior is different from that traditionally associated with the individual’s sex or birth),or
any other consideration made unlawful by applicable law (“protected characteristics”). These protected
characteristics include a perception that the individual has any of these characteristics or is associated
with a person who has (or is perceived to have) any of these characteristics. All such discrimination is
unlawful.

As used in this policy, “discrimination” means taking any adverse employment action against an
employee or applicant in any aspect of employment, solely or in part based on the individual’s protected
characteristic. Discrimination may include, but is not necessarily limited to, factoring an individual’s
protected characteristic in hiring, promotion, compensation, or other terms and conditions of
employment unless otherwise permitted by law. The phrase “adverse employment action,” as used in
this policy, may include but is not necessarily limited to, the following: demotion; suspension; reduction
in pay; denial of a merit salary increase; failure to hire or consider for hire; refusal to promote or consider
for promotion; denial of employment opportunities; change of an employee’s work assignments; failure
to provide a workplace accommodation when required (i.e., disability, pregnancy, religion,
transgender); failure to provide a leave of absence when required (i.e., medical, pregnancy, workers’

compensation, military, domestic violence); or any other unequal treatment based on the individual’s
protected characteristic resulting in an adverse employment action.
The Company is committed to complying with all applicable laws providing equal employment
opportunities. This commitment applies to all persons involved in the operations of the Company and
prohibits unlawful discrimination by any employee of the Company, as well as interns, volunteers, and
potential employees (applicants), as well as supervisors and co-workers.
To comply with applicable laws ensuring equal employment opportunities to qualified individuals
with a disability, the Company will make a good faith effort to provide reasonable accommodations for
the known physical or mental limitations of an otherwise qualified applicant or employee with a disability,
unless undue hardship would result to the Company. An applicant or employee who believes he or she
requires an accommodation in order to perform the essential functions of the job should contact the
Director of Human Resources and request such an accommodation, specifying what accommodation
he or she needs to perform the job. The Company will analyze the situation, engage in an interactive
process with the individual, and respond to the individual’s request.
The Company is also committed to ensuring equal employment opportunities to individuals with
religious beliefs or practices and will make a good faith effort to provide a reasonable accommodation
for the known religious beliefs or practices of such so they may perform the essential functions of their
jobs, unless undue hardship would result to the Company. Any employee who believes he or she
needs a reasonable accommodation based on a religious belief or practice should contact the Director
of Human Resources and request such an accommodation, specifying what accommodation he or she
needs to perform the job. The Company will analyze the situation, engage in an interactive process
with the individual, and respond to the individual’s request.
If you believe you have been subjected to any form of unlawful discrimination, please follow the
complaint procedure outlined below.

UNLAWFUL HARASSMENT
The Company is committed to providing a work environment free of unlawful harassment. The
Company’s policy prohibits sexual harassment and harassment based on race (which includes
historically associated traits, such as hair styles and protective hair styles, e.g., braids, locks, and
twists), color, religious creed (which includes religious dress and grooming practices), citizenship,
marital status, age, national origin (which includes, but is not limited to, national origin groups and
aspects of national origin, such as height, weight, accent, or language proficiency), ancestry, physical
or mental disability, medical condition (which includes cancer or genetic characteristics), gender,
gender identity, gender expression, sexual orientation, military or veteran status (including state and
federal active and reserve members as well as those ordered to duty or training),
immigration/citizenship status or related protected activities (which includes undocumented individuals
and human trafficking), protected medical leaves, domestic violence victim status, political affiliation,
sex (which includes pregnancy, childbirth, breastfeeding, or related medical conditions, the actual sex
of the individual or the identity, appearance, or behavior of an individual, whether or not that identity,
appearance or behavior is different from that traditionally associated with the individual’s sex or birth),or
any other consideration made unlawful by applicable law. These protected characteristics include a
perception that the individual has any of these characteristics or is associated with a person who has
(or is perceived to have) any of these characteristics. All such harassment is unlawful.
The Company’s unlawful harassment policy applies to all persons involved in the operation of the
Company and prohibits unlawful harassment by any employee of the Company, as well as interns,

• volunteers, and potential employees (applicants), as well as supervisors and co-workers. The
  Company will take all reasonable steps to prevent or eliminate harassment by non-employees,
  including customers, clients, vendors, contractors and suppliers, who have workplace contact with our
  employees.
• Prohibited unlawful harassment includes, but is not limited to, the following behavior: 
• Verbal conduct such as unwanted sexual advances including flirting, sexually
  suggestive innuendos, conversations regarding sexual activities, and sexual
  invitations or comments, racial slurs or epithets, sexist or misogynistic comments,
  ethnic insults or jokes, religious aspersions or mockery, disability insults or ridicule,
  homophobic epithets or slurs, transphobic comments or derision, derogatory
  comments regarding gender, gender identity or gender expression, disparaging
  remarks regarding military or veteran status, threats of deportation against
  applicants and employees and family members of applicants and employees,
  derogatory comments about immigration status or mockery of an accent of
  language or its speakers, negative remarks regarding marital status, derogatory
  comments regarding domestic violence victim status, pejorative or incendiary
  ethnophaulisms, or any other belittling, negative or derogatory comments regarding
  any protected characteristic. 
• Disrespectful or unprofessional conduct based on any protected characteristic. 
• Comments or conduct that consistently target any protected characteristic. 
• Visual conduct such as derogatory posters, photography, cartoons, drawings,
  gestures, objects, text messages, social media posts, instant messages, e-mails,
  letters, pictures, or gifts based on any of the protected characteristics listed above.
• Physical conduct such as assault, unwanted touching, blocking normal
  movement, or interfering with work because of any protected characteristic. 
• Threats and demands to submit to sexual requests as a condition of continued
  employment or to avoid some other loss and offers of employment benefits in return
  for sexual favors. 
• Sexually harassing conduct does not need to be motivated by sexual desire and
  may include situations that began as reciprocal relationships but later cease to be
  reciprocal.
  This policy applies to all phases of employment, including, but not limited to, recruiting, testing, hiring,
  upgrading, promotion, demotion, transfer, layoff, termination, rates of pay, benefits, and selection for
  training. In addition, this policy extends to conduct with a connection to an employee’s work, even
  when the conduct takes place away from the Company’s premises, such as a business trip, businessrelated
  social function, or social media activity (depending on the circumstances).
  If you believe you have been subjected to, witnessed, or have knowledge about unlawful harassment,
  please follow the complaint procedure outlined below.

UNLAWFUL RETALIATION

The Company prohibits retaliation against any employee because of the employee’s protected
activity. Protected activity includes exercising a legal right (e.g. workers' compensation), complaining
about unlawful conduct (e.g. harassment), being a witness to or resisting harassment, requesting
accommodation for disability/religious beliefs or opposition to a practice or conduct the employee
reasonably believes to be unlawful or because of the employee’s lawfully protected participation in an
investigation or proceeding, even if the investigation produces insufficient evidence that there has been
a violation, or if the charges cannot be proven.
Any retaliatory adverse action because of protected activity may be unlawful and will not be
tolerated. If you believe you have been subjected to, witnessed, or have knowledge about unlawful
retaliation, please follow the complaint procedure outlined below.

COMPLAINT PROCEDURE – DISCRIMINATION, HARASSMENT, RETALIATION

Employees must report all incidents believed to be unlawful discrimination, harassment, or
retaliation. If you believe you have been subjected to any form of such unlawful conduct, submit a
complaint, preferably in writing, to your supervisor, Human Resources, or the President of the
Company. If these individuals are not available, or in the event you believe that one of these individuals
has engaged in inappropriate behavior in violation of these policies, submit a complaint to any other
supervisor as soon as possible. Supervisors must report any and all conduct of which they are made
aware, which violates, or may violate, policies regarding unlawful discrimination, harassment, or
retaliation to Human Resources or the President of the Company or other upper-level managers, as
appropriate. Your complaint should be specific and should include the names of the individuals involved
and the names of any witnesses.
The Company encourages all employees to immediately report any incidents of unlawful
discrimination, harassment, and/or retaliation so that complaints can be quickly and fairly resolved. If
you receive such a complaint from a fellow employee, report it immediately to your supervisor, Human
Resources or the President of the Company. If these individuals are not available, report it to any other
supervisor. All complaints will be handled as confidentially as possible and information will be disclosed
only as it is necessary to complete the investigation and resolve the matter.
Upon notice of such a complaint, the Company will promptly undertake an effective, thorough,
and objective investigation and attempt to resolve the situation. If the Company determines that
unlawful conduct or a violation of applicable policies has occurred, effective remedial action will be
taken commensurate with the severity of the offense, up to and including termination. Any employee
determined by the Company to be responsible for unlawful discrimination, harassment, and/or
retaliation will be subject to appropriate disciplinary action, up to and including termination. Appropriate
action will also be taken to deter future conduct.
There will be no retaliation against any employee who brings a complaint in good faith or who
honestly assists in investigating such a complaint, even if the investigation produces insufficient
evidence that there has been a violation, or if the charges cannot be proven.
Employees who believe that they have been unlawfully discriminated against, harassed, or
retaliated against may also file a complaint with the local office of the Equal Employment Opportunity
Commission (“EEOC”). Although federal law applies to employment with the Company, employees

may also elect to file a complaint with the local office of the California Department of Fair Employment
and Housing (“DFEH”). The EEOC, DFEH and the California Fair Employment and Housing Council
(“FEHC”) can order an employer to hire, reinstate, or promote a victim of discrimination, harassment,
and/or retaliation or make other changes in company policies. The address and phone number of the
local EEOC and DFEH offices can be found in the government sections of your local telephone directory
or online.

Cannabis Use Policy

Policy Statement:

Lexicon Consulting, Inc. is committed to maintaining a safe and drug-free workplace.
The use of marijuana products by employees while on duty or within the confines
of the National Training Center is strictly prohibited.

Scope:

This policy applies to all employees, contractors, and visitors while on the premises
of the National Training Center at Fort Irwin, CA.
Policy Details:

1. Prohibition of Marijuana Use: The use, possession, distribution, or being under
the influence of marijuana products, including both recreational and medical
marijuana, is strictly prohibited while on duty, on NTC premises, or when
representing the National Training Center in any capacity.

2. Drug Testing: Lexicon Consulting, Inc. may conduct random drug tests on
employees to ensure compliance with this policy. Employees who test positive for
marijuana use may face disciplinary actions, up to and including termination of
employment.

3. Prescription Medication: Employees who are authorized to use medical
marijuana under California law must notify their supervisor and the Human
Resources department. However, the use of medical marijuana is prohibited
while on duty or on NTC premises if it impairs an employee's ability to perform
their job safely and effectively.

4. Zero Tolerance for Impaired Performance: Employees are expected to perform
their duties in a safe and responsible manner. Any impairment due to marijuana
use that affects an employee's performance, judgment, or safety may result in
disciplinary action.

5. Reporting Violations: Employees are encouraged to report any violations of this
policy to their supervisor or the Human Resources department. Reports will be
treated confidentially to the extent allowed by law.